5 Tips for Designing an Effective Training Program

Written By Jayashree Prasad

January 11, 2013 // 04:09 PM

Training is core to the success of any eLearning program; time and again trainers and designers tend to reflect on this question: “How to design an effective training program?” The five stages of ADDIE model which are Analysis, Design, Development, Implementation and Evaluation, work well with the design of any training program. Although key ideas of developing any training program remains the same, trainers need to focus on certain fundamental aspects to make learning much more interactive, interesting and fun to their learners. Here are some guidelines for designers to design interesting and effective training programs.

1. Learning Objectives:

Clearly state the learning objectives. This will get the learners into focus and set them in the right direction. You may try to present the Learning objectives in an innovative way rather than the usual bullet list, making the presentation a little more interesting.

2. Course Benefits:

At the very beginning of the course, tell the learner why the course is important and highlight the benefits of the course. This will inspire the learners and will motivate them to have all eyes and ears for the training from the very start itself.

3. Content Presentation:

Present the content with interesting images and relevant videos. Wherever possible keep the content realistic. Also try to add fun elements to the training through cartoons and humor clippings.

4. Application:

Show learners how to put things into practice. Screen case study videos which demonstrate the learning. True learning happens when theoretical concepts are associated with real world practices.

5. Assessment:

For every key concept that you teach assess the learners through tests and quizzes. This will help in keeping the learners alert and engaged through the course. Also it will help them in better self evaluation.

Training is not the top priority for most employees who have other responsibilities and deadlines to attend to. Therefore, training needs to be presented as something of value to them and their jobs and not as an additional chore or responsibility. The key aspects mentioned above address this need. Do you have any other suggestions that could make training programs more effective? Please feel free to add your ideas in the comment box below.